Rouven Kanitz, Max Reinwald, Katerina Gonzalez, Anne Burmeister, Yifan Song, Martin Hoegl
{"title":"支持、抵制,还是两者兼有?从以人为本的角度看员工对多元化举措的反应。","authors":"Rouven Kanitz, Max Reinwald, Katerina Gonzalez, Anne Burmeister, Yifan Song, Martin Hoegl","doi":"10.1037/apl0001190","DOIUrl":null,"url":null,"abstract":"Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopulations of employees who may respond both favorably and unfavorably, thus displaying ambivalence. To address these shortcomings, we build on the tripartite response model and adopt a person-centered approach to shed light on a more comprehensive spectrum of employees' responses to diversity initiatives. Using latent profile analysis, our results across three studies reveal (Study 1, n = 605) and replicate (Study 2, n = 503 and Study 3, n = 514) four distinct response types: excited supporters, calm compliers, torn shapers, and discontent opponents. Furthermore, using time-lagged data from Study 3, we provide initial insights into relevant person and situation predictors of profile membership and show how employees across profiles differ on work-related outcomes that can be functional or dysfunctional for their organization. Taken together, we aim to initiate a conversation on the complex nature of responses to diversity initiatives within the diversity management literature and call for more research, specifically on ambivalent responses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":169654,"journal":{"name":"The Journal of applied psychology","volume":null,"pages":null},"PeriodicalIF":0.0000,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Supportive, resistant, or both? A person-centric view on employee responses to diversity initiatives.\",\"authors\":\"Rouven Kanitz, Max Reinwald, Katerina Gonzalez, Anne Burmeister, Yifan Song, Martin Hoegl\",\"doi\":\"10.1037/apl0001190\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopulations of employees who may respond both favorably and unfavorably, thus displaying ambivalence. To address these shortcomings, we build on the tripartite response model and adopt a person-centered approach to shed light on a more comprehensive spectrum of employees' responses to diversity initiatives. Using latent profile analysis, our results across three studies reveal (Study 1, n = 605) and replicate (Study 2, n = 503 and Study 3, n = 514) four distinct response types: excited supporters, calm compliers, torn shapers, and discontent opponents. Furthermore, using time-lagged data from Study 3, we provide initial insights into relevant person and situation predictors of profile membership and show how employees across profiles differ on work-related outcomes that can be functional or dysfunctional for their organization. Taken together, we aim to initiate a conversation on the complex nature of responses to diversity initiatives within the diversity management literature and call for more research, specifically on ambivalent responses. 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Supportive, resistant, or both? A person-centric view on employee responses to diversity initiatives.
Employees' responses to diversity initiatives are critical to understand the effectiveness of such initiatives. However, prior research has largely considered the isolated effects of specific favorable or unfavorable employee responses (e.g., support or resistance) from a variable-centered perspective. This prior focus overlooks the potential (a) coexistence of more complex configurations of cognitive, affective, and behavioral response types within individuals and (b) the existence of subpopulations of employees who may respond both favorably and unfavorably, thus displaying ambivalence. To address these shortcomings, we build on the tripartite response model and adopt a person-centered approach to shed light on a more comprehensive spectrum of employees' responses to diversity initiatives. Using latent profile analysis, our results across three studies reveal (Study 1, n = 605) and replicate (Study 2, n = 503 and Study 3, n = 514) four distinct response types: excited supporters, calm compliers, torn shapers, and discontent opponents. Furthermore, using time-lagged data from Study 3, we provide initial insights into relevant person and situation predictors of profile membership and show how employees across profiles differ on work-related outcomes that can be functional or dysfunctional for their organization. Taken together, we aim to initiate a conversation on the complex nature of responses to diversity initiatives within the diversity management literature and call for more research, specifically on ambivalent responses. (PsycInfo Database Record (c) 2024 APA, all rights reserved).